How many of us have created training courses, both face-to-face and online, that we were sure would be successful, yet very few (if any) attendees actually took advantage of the materials into which education developers poured their hearts and souls? It is a common problem--someone has a great idea to create training that will surely solve whatever problem needs to be solved, without any real concrete evidence as to what is actually needed.
For me, the
ADDIE model (Analysis phase, Design phase, Development phase, Implementation phase, and Evaluation phase) is a tried and true method that works well for instructional designers and training developers. While all of these phases are important, I believe the most important is the Analysis phase--how else are you going to know where you are going if you don't have a road map?
Some important questions to consider during this phase are:
What are the business needs driving this training project?
What are the goals and objectives for this training project?
How will you define success for both the learner and the project?
How will you measure that success?
Who is the intended training audience?
What do the members of the learning audience already know?
What do they need to learn?
What resources are already available?
While this method may or may not increase attendance in training and education classes that you or your organization is offering, it will provide you with the much-needed framework to begin to develop relevent and timely needs-based education.
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